According to Forbes.com, 2012 was the year for workforce innovation, with more companies experimenting with using social media to brand and market their organizations. In 2013, companies will take social further: this will be the year of Social HR, with organizations integrating social technologies into the way they recruit, develop & engage employees.
Here are two of the top five social media trends impacting HR to watch in 2013.
The Death of the Resume
In 2013, the traditional resume will be replaced by the breadth and depth of your personal brand.
Before you’re interviewed by a potential employer, expect the recruiting manager or hiring manager to check out one or more of the following sources about you: 1) the top ten searches on your name on either Google or Bing, 2) the number of Twitter followers you have and last time you tweeted, 3) the size and quality of your LinkedIn community, 4) the number and quality of recommendations you have on LinkedIn and 5) your Klout score. Sound Darwinian? It may be, but it’s already happening. The software company Salesforce.com recently advertised a position that listed “a Klout score of 35 or over” as one of the key ‘desired skills’ for a community manager position.
And as candidates catch on to employers’ focus on their Internet presence, they will shift their methods accordingly. Taking the lead from innovative applicants like Shawn McTigue, who made this 2:50 video as part of his application to a Mastercard internship, more workers will take a creative approach to marketing their experience.
However we do it, we will all have to accept that a one-page summary of our professional histories, expertise, skills, and achievements – that which we think of as a “resume” – will no longer act as our differentiation in the job market.
Personal Branding Will Be A Required Skill
Will employers today more inclined to hire an applicant with a high IQ or a high Klout score? The balance will continue to tip toward the latter in 2013, as employers, workers, and job applicants devote more time, resources and awareness to the development of personal brands.
Companies will follow the lead of PricewaterhouseCoopers, which holds an annual “Personal Branding Week,” wherein a series of training exercises helps train prospective new hires on building their personal brand and increasing their marketability. We will see more forward-looking companies catching onto this type of mutually beneficial training, and use this as a point of differentiation in recruiting top Millennial talent. Finally, expect to see this type of program part of the core curriculum at college campuses, as college advisors finally see job readiness as a serious part of their jobs.
We’re moving from a “knowledge economy” to a “social economy,” and as we do so, as a recent Fast Company article noted, “the line is quickly blurring between the value of what we know and who we know.” In 2013, prospective job applicants will be much more deliberate in creating their “elevator pitch” and posting this promotional blurb on Facebook, Linkedin and in their Twitter bios.
If personal branding seems shallow, think again. Putting value on candidates’ networks and spheres of influences makes perfect sense in an age where crowd sourcing the right solution to a problem is just as good as coming up with it yourself.
To read the other 3 top social media trends, go here.